Downshifting
What is downshifting?
Downshifting refers to the personal choice that employees make to reduce their work responsibilities and step back from high-pressure, fast-paced work environments. In return, they gain quality time to improve their work-life balance, making space for their family, well-being, and personal growth.
Why do employees choose to downshift?
Employees often downshift their careers to:
- Step away from excessive burnout and stress.
- Create a healthier work-life balance.
- Manage physical health conditions.
- Protect their mental health.
- Make space for pursue personal interests and hobbies.
What are the different types of downshifting?
Here are some of the very common forms of downshifting:
Reduced working hours
Employees tend to reduce their working hours so that they can have enough time every day to focus on their personal responsibilities.
Freelancing
Some employees may focus on independent projects or contract work to ensure they have enough control over their working hours and workload.
Remote work
Employees who wish to downshift may request remote work for greater flexibility in their schedule.
Role change
Some people opt for less-demanding roles to reduce their stress and workload. Some even step down from leadership roles.
Sabbaticals
Employees often take extended leave with the intention to return, mostly to focus on personal responsibilities or to rest and recover.
What is the difference between downshifting and quiet quitting?
Downshifting is an explicit choice employees make to improve their well-being, work-life balance, and stress levels. It's an intentional change that HR and managers are made aware of. Quiet quitting, on the other hand, is a response to burn out, lack of appreciation, or disengagement that causes employees to do the bare minimum at work. It's unspoken and doesn't involve any official changes in responsibilities.
Can downshifting affect an employee's pay?
Yes, downshifting can affect an employee's pay, especially when they change their role or reduce their working hours. In cases such as sabbaticals, they may not be paid during their leave period. However, organizations tend to set clear expectations about pay and working hours so that employees can focus on their well-being over financial impact.
How can HR teams be supportive during downshifting?
HR teams play a key role in making downshifting a suitable and sustainable choice for employees. It's their responsibility to remove the stigma surrounding conversations on burnout and stress by establishing an open-door policy where employees can share their concerns without the fear of judgment. It's helpful to establish clear policies with expectations related to role changes, freelancing, remote work, and flexible working hours. HR teams can also collaborate with managers and C-level leaders to redesign high-pressure roles, distribute workloads when employees feel overworked, offer mental health and wellness sessions, and provide coaching and mentoring sessions to help employees discover new career paths.